*Please note that the links to the content in this Part will direct you to Westlaw AU. If you are still using Legal Online, the links can be found in the LOLA PDF at the bottom of this post.<\/p>\n
The latest issue of the Workplace Review <\/em>(Volume 4 Part 2) contains the following material:<\/p>\n EDITORIAL<\/a><\/p>\n Defamation: Social media risks for employers <\/i><\/b><\/a>\u00e2\u20ac\u201c Baron Alder<\/p>\n Employers can be liable for defamatory statements made by employees on social media, even if they have taken no part in or were unaware of the action.<\/p>\n To purchase this article, complete the Individual Article Sale<\/a> order form and email it to tlranz.journal.orders@thomsonreuters.com<\/a>.<\/p>\n Unlawful termination under federal employment law: The exception based on the \u00e2\u20ac\u0153inherent requirements of the particular position\u00e2\u20ac\u009d <\/i><\/b><\/a>\u00e2\u20ac\u201c Michael Christie SC<\/p>\n The unlawful termination provisions in the Fair Work Act 2009 <\/i>(Cth) are central to employee protection under federal law. Section 772(1)(f) prohibits termination of employment for one or more of the following reasons, or for reasons including one or more of the following reasons: race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer\u00e2\u20ac\u2122s responsibilities, pregnancy, religion, political opinion, national extraction or social origin. This prohibition is subject to the exemption (or exception) in s 772(2), which applies where the reason for terminating the employment \u00e2\u20ac\u0153is based on the inherent requirements of the particular position concerned\u00e2\u20ac\u009d. There is a delicate balance between the remedial nature of s 772(1)(f) and the requirements of the position which may be reflected in the terms of the employment contract. This article considers the principles which have developed in the case law and their practical application.<\/p>\n To purchase this article, complete the Individual Article Sale<\/a> order form and email it to tlranz.journal.orders@thomsonreuters.com<\/a>.<\/p>\n Responsible advocacy crucial to legal practice in the Fair Work Commission <\/i><\/b><\/a>\u00e2\u20ac\u201c Robert McClelland<\/p>\n A lawyer\u00e2\u20ac\u2122s prospect of obtaining leave to appear before the Fair Work Commission is no longer a given.<\/p>\n To purchase this article, complete the Individual Article Sale<\/a> order form and email it to tlranz.journal.orders@thomsonreuters.com<\/a>.<\/p>\n What\u00e2\u20ac\u2122s become of the trade unions? <\/i><\/b><\/a>\u00e2\u20ac\u201c Alex Mitchell<\/p>\n Trade unions are in danger of becoming irrelevant in Australia if they do not undergo democratic reform.<\/p>\n To purchase this article, complete the Individual Article Sale<\/a> order form and email it to tlranz.journal.orders@thomsonreuters.com<\/a>.<\/p>\n FOCUS ON: SOUTH AUSTRALIA<\/a><\/p>\n INTERVIEW<\/a><\/p>\n BOOK REVIEW<\/a><\/p>\n VALE<\/a><\/i><\/p>\n THE LAST WORD \u00e2\u20ac\u00a6<\/a><\/p>\n DIARY<\/a><\/p>\n For the pdf version of the table of contents, click here: LOLA – WR Vol 4 Pt 2 Contents<\/a> or here: WAU – WR Vol 4 Pt 2 Contents<\/a>.<\/p>\nArticles<\/h3>\n
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